Our commitment to a fair & modern hiring process

At Skin Analytics, we believe in using modern technology tools to find the best talent. To ensure our recruitment process is fair, consistent, and transparent, we utilise Artificial Intelligence to assist our hiring teams.

If you submit an application to us, you will therefore consent to AI playing a role in your hiring process.

We know that AI can sometimes feel like a "black box," so we want to be up-front about exactly how we use it. We also want you to know that a human is always at the heart of every decision and can overrule, calibrate and approve AI recommendations.

How we use AI in your application journey

• Initial Screening: Our ATS (Ashby) offers AI features to help our recruiters & hiring managers review CVs against specific requirements listed in the Job Description. This allows us to quickly identify relevant experience and ensures that every application is assessed against the same objective criteria. This reduces the risk of a great candidate being overlooked, especially as we regularly receive over 100’s of applicants per role. Examples of criteria we use AI to assess CV’s for: ‘’3+ years of React Native experience, building apps for both iOS and Android devices’’ OR ‘’hit or overachieved more than 70% of annual sales targets’’.
• Interview Note-Taking: During interviews, we may use AI-assisted transcription and note-taking tools. This allows your interviewers to focus entirely on you rather than staring at a notebook / frantically typing notes. It ensures we capture your answers accurately so we can compare all candidates fairly and verify that we asked everyone the same core questions to mitigate bias.
• Feedback Summaries: After interviews, we can use AI to help synthesise the notes from interviewers into a concise summary. For every role, the hiring panel has live wash-up meetings, where all panel members share their thoughts, discuss feedback and make hiring decisions as a team. These decisions are never made by AI. We can use AI to provide you with meaningful, timely feedback on your interview performance.

"Human-at-every-decision" Guarantee

Technology is here to assist us, not replace human decision making. We strictly follow a "Human-at-every-decision" philosophy in our hiring process:

No hiring decision is ever made by an algorithm alone. Every AI-generated summary, screening result, or note is reviewed, verified, and, if necessary, corrected by a member of our recruitment team. Humans make the final call on who moves forward and who receives an offer.

One Exception: Knock-out Questions

The only instance where an automated decision may occur is through Knock-out Questions. These relate to non-negotiable, objective core requirements of the role.

• Example 1: If a role requires being in the office 3 days a week and a candidate indicates they are unable or unwilling to meet this requirement, our system can be set up to automatically discontinue the application.
• Example 2: If we can’t offer visa sponsorship for a role, and a candidate indicates they need this, our system can be set up to automatically discontinue the application.

Because these are based on "Pass/Fail" logistical requirements rather than subjective skill assessments, these types of questions are the only disqualifications in our process that can be automated.